NCJ Number
206969
Journal
Corrections Today Magazine Volume: 66 Issue: 5 Dated: August 2004 Pages: 80,82,85
Date Published
August 2004
Length
5 pages
Annotation
This article offers advice on how to recruit a diverse workforce in the corrections industry.
Abstract
Corrections, according to the author, is like a mosaic with many different types of pieces that fit together to make a whole. It is important that the corrections industry attract a diverse workforce to respond to the diverse needs of the corrections population. One of the first tasks in selecting the right employees for an organization is to develop a recruitment plan that is sensitive to the organization’s mission. Four core recruitment strategies should be employed: branding, pursuit of a diverse labor pool, marketing, and public relations. Corrections organizations should develop a brand and slogan that are immediately recognizable by the community and are used on all organization-related materials. Next, strategies for attracting an appropriate labor pool should be identified through a careful analysis of the characteristics of the local community and characteristics of current employees. With a brand, slogan, and target population in hand, the organization should develop a marketing plan that responds to both the organization’s budget and target population. Asking current employees how they learned of job opportunities and conducting exit interviews with employees leaving the organization are two ways of gaining information to inform the marketing strategy. Several marketing suggestions are offered, including employee volunteer recruitment programs and circulating promotional fliers at professional conventions. Public relations play a role in recruitment; organizations are urged to continually remind the public of the role they play in preserving the public’s safety. Active and effective use of these four strategies will help attract competent individuals who will work within the mission and values of the corrections industry.